Developing Corporate Culture

Developing corporate
culture

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain how models of organization culture can be used to achieve organisational
objectives.....................................................................................................................................3
P2 Explain the difference between organisational and national culture.....................................6
P3 Analyse the corporate cultural profile in an organization......................................................7
P4 Discuss the impact of an organisation’s corporate culture in achieving its objectives..........8
TASK 2............................................................................................................................................9
P5 Evaluate the existing climate of an organisation...................................................................9
P6 Recommend ways to improve corporate climate in an organization...................................10
P7 Propose a framework of organizational values that meet the specific strategic and
operational needs of an organisation.........................................................................................11
TASK 3.....................................................................................................................................12
P8 Identify internal and external stakeholders of an organisation............................................12
P9 Evaluate the effectiveness of an organisation’s existing communication strategies...........14
P10 Develop new communication strategies for stakeholders of an organisation that address
differences in belief, values, customs and language.................................................................15
CONCLUSION..............................................................................................................................15
REFRENCES.................................................................................................................................17

INTRODUCTION
To become the successful organisation, they have to make the strong cultural base which
has been widely share the belief that are supported by some strategies and structure. When an
organisation make a strong culture in the industry then it will create three main things which are;
employees are aware with goals and strategies of the company, belief of the employees increase
and the employees are know about the rewarding system while completing the organisational
value. In an organisation, human resource managers has been play a vital role for maintaining the
culture, starting with recruitment and selecting applicants who are going to share the belief of the
organisation. Furthermore they develop the orientation, training and development programme
that will increase the performance of individual in order to complete the goals and objective of
the company (Adamu, 2019). The organisation culture include the shared belief and values
which established by leaders and then try to accomplish with the help of communicating and
reinforced through various methods and theory. To develop the corporate culture in the
organisation, it is important to develop the understanding the concept of culture and its role and
importance in organisation. In this project the chosen organisation is Abu Dhabi Media,
established in 2007 and its headquarters in Abu Dhabi, UAE. ADM operates eighteen brands
which include the services broadcast, publishing and digital media platforms. Another company
which is chosen in this report is Dar Al Khaleej, it is founded in 1970. This company is based on
Sharjah, United Arab Emirates and their main work is to print the newspapers. Both of the
company are customer oriented and try to accomplish their goals with the help of changing
cultural management tools. In this project a deep understanding about the corporate culture
which effect the achievement of organisational objectives (Asrar-ul-Haq, Kuchinke, Iqbal,
2017). Furthermore value of the corporate climate and develop the strategies which help in
communicating with stakeholders of an organisation in different cultural group.
MAIN BODY
TASK 1
P1 Explain how models of organization culture can be used to achieve organisational objectives
Many of the scholars develop various models which are related to organisational change.
Among all of the models two models are described in details which are used by the chosen
organisation in order to achieve the organisational objectives. These two models are Hofstede's

cultural Dimensions Models and handy's model of organisational culture. These models are
helpful in associating the national culture of the organisation and applicable in throughout the
world. The dimensions of the Hofstede's cultural dimension models are:
Power Distance Index: When the Power distance index is high, it shows that the
hierarchy are maintained in the organisation and strictly followed. To the employees there are no
scope to questioning the top authority team (Campa, Zijlmans, 2019). Whereas when PDI is low
in the organisation then it show that the employees can question their managers. Hence, it can be
said that the power is distributed within the organisation.
Individualism vs collectivism: Here, the individualist culture,people are independent
and try their uniqueness in order to achieve their own interest. Whereas in collectivism,
employees work as the collaborative nature in organisation and maintain harmony.
Uncertainty avoidance: In the uncertainty avoidance index, high index within an
organisation clearly state the the employees follow the rules and regulation. They do not face any
unusual condition whereas, when the index is low, show the flexibility in organisation. In ADM,
this index is low as the employees are ready to adopt the change in the organisation.
Masculinity Vs Femininity: In masculinity, people tend to have the internal
representation that show large things are attractive (Colla, 2017). Whereas in feminise culture,
employees are slow to adopt the things which are attractive. They majorly focus on quality and
tend to care the weak people of the society.